MGMT 3720: Chapter 7 - Motivation Concepts

(When employees perceive an inequity) Choose a different referent:

"I may not make as much as my brother-in-law, but I'm doing a lot better than my dad did when he was my age."

(When employees perceive an inequity) Distort perception of self:

"I used to think I worked at a moderate pace, but now I realize I work a lot harder than everyone else."

(When employees perceive an inequity) Distort perception of others:

"Mike's job isn't as desirable as I thought."

Which of the following is the highest level need in Maslow's theory? A) self-actualization B) safety-security C) social-belongingness D) esteem E) physiological

A) self-actualization

Which of following needs best corresponds to McClelland's need for affiliation? A) safety-security B) interpersonal relationships C) esteem D) self-actualization E) physiological belongingness

B) interpersonal relationships - Explanation: In McClelland's theory, the need for affiliation is the desire for friendly and close interpersonal relationships.

Hierarchy of needs: Social-belongingness

affection, belongingness, acceptance, and friendship (mid-level, psychological needs)

Interactional Justice

an individual's perception of the degree to which he or she is treated with dignity, concern, and respect.

Intensity of motivation

concerned with how hard a person tries

Four sources that in increase self-efficacy

enactive mastery, vicarious modeling, verbal persuasion, arousal

The three key elements of motivation are:

intensity, direction, persistence

In Maslow's Hierarchy of Needs the highest level is satisfied _______

internally

Organizational Justice

is concerned with how employees feel they are treated by authorities and decisions-makers at work.

Hierarchy of needs: Self-actualization

is the drive to become what one is capable of becoming and it includes growth, achieving one's potential, and self-fulfillment. (high-level, self-fulfillment needs)

McClelland's Theory of Needs (3)

need for achievement, need for power, need for affiliation

Outcomes

pay, recognition, praise by supervisors, promotion, and etc.

Operant Conditioning

people learn to behave to get something they want or avoid something they don't want

(When employees perceive an inequity) Change their output:

individuals paid on a piece-rate basis can increase their pay by producing a higher quantity of units of lower quality

Hierarchy of needs: Physiological -

hunger, thirst, shelter, sex, and other bodily needs. (lower-level, basic needs)

Self-Determination Theory

- People prefer to feel they have control over their actions. *they need autonomy* - Example: People paid to work feel less like they want to do it and more like they have to do it

Maslow's Hierarchy of Needs

1. Physiological (low-level) 2. Safety 3. Social-belongingness 4. Esteem 5. Self-actualization (high-level) - As each of these needs becomes substantially satisfied, the next need becomes dominant.

Self-Efficacy Theory

= Confidence - An individual's belief that he or she is capable of performing a task.

Operant Conditioning Example

A field claims manager needs the employee's to work overtime, so she told them if they worked overtime she word give them a raise during their next annual review. However, she did not follow through and now the employees have lost motivation.

MBO emphasizes goals that are ________. A) tangible, verifiable, and measurable B) achievable, controllable, and profitable C) inspirational, verifiable, and creative D) tangible, rewarding, and assigned E) profitable, attainable, and self-set

A) tangible, verifiable, and measurable

The ________ dimension of motivation measures how long a person can maintain effort. A) direction B) persistence C) intensity D) knowledge E) experience

B) persistence

According to Herzberg, when ________ are adequate, people won't be dissatisfied, but they will also not be satisfied. A) achievement needs B) affiliation needs C) motivational factors D) power needs E) hygiene factors

E) hygiene factors

Herzberg's Two-Factor Theory

Managers who eliminate job dissatisfaction factors may not necessarily bring about motivation. When hygiene factors are adequate, people will not be dissatisfied, but neither will they be satisfied. To motivate people, managers must emphasize intrinsically rewarding factors that are associated with the work itself or to outcomes directly derived from it.

(True/False) The level of motivation varies both between individuals and within individuals at different times.

TRUE

Input

education, previous work experience, effort on the job, training, and etc

Managers rank high in the need for ________, but rank low in the need for________

power, affiliation

(When employees perceive an inequity) Leave the field:

quit the job

Hierarchy of needs: Safety -

security and protection from physical and emotional harm (lower-level, basic needs)

Referent

someone or something the employee compares his or her input-output ratio to

Direction of motivation

the orientation that benefits the organization

Operant behavior is influenced by

the reinforcement or lack of reinforcement brought about by its consequences

MBO provides individual employees with ________. A) personal performance objectives B) greater work supervision C) predefined targets D) generalized feedback E) clear-cut growth paths

A) personal performance objectives

Reinforcement Theory

- *behavior* is a function of its consequences. Reinforcement strengthens behavior and increases the likelihood it will be repeated. - *what gets rewarded gets repeated*

Verbal Persuasion (self-efficacy)

- Coaching - becoming more confident because someone convinces you that you have the skills necessary to be successful

Need for Affiliation

- The desire for friendly and close interpersonal relationships - Social Interaction

Need for Achievement

- The drive to excel, to achieve in relation to a set of standards, to strive to succeed. - Likes to stretch goals

Need for Power

- The need to make others behave in a way that they would not have behaved otherwise - Want to be in control & be in authority

Equity Theory

- employees compare their outcomes (rewards) from the organization and the level of their input (efforts) to those of others (referent) in the organization. - Employees feel equity when they're outcome/input ratio is equal to that of others

Enactive Mastery (self-efficacy)

- hands on learning - gaining relevant experience with the task or job

Distributive Justice

- indicates the employee's perceived fairness of the amount and allocation of rewards among individuals. - most strongly related to organizational commitment and satisfaction with outcomes such as pay.

Hierarchy of needs: Esteem -

- internal factors include self-respect, autonomy, and achievement - external factors include status, recognition, and attention. (mid-level, psychological needs)

Management by Objectives (MBO)

- is a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress.

Motivation

- is the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal - The level of motivation varies both between individuals and within individuals at different times

Arousal (self-efficacy)

- leads to an energized state, which drives a person to complete a task - The person gets "psyched up" and performs better

Vicarious Modeling (self-efficacy)

- observation - becoming more confident because you see someone else doing the task

Procedural Justice

- the perceived fairness of the process used to determine the distribution of rewards. - relates most strongly to job satisfaction, employee trust, withdrawal from the organization, job performance, and citizenship behaviors.

When employees perceive an inequity, they can be predicted to make one of six choices:

1) Change their inputs 2) Change their outcomes 3) Distort perceptions of self 4) Distort perceptions of others 5) Choose a different referent 6) Leave the field

You manage a department of five employees. You have identified that Joe has a high need for achievement, Mary has a high need for power, and Tim has a high need for affiliation. Sarah scored high on the need for power and low on the need for affiliation. Doug scored low on both need for power and need for affiliation. Which of these five employees is most likely to be suitable for a new assignment that involves a high degree of personal responsibility and feedback? A) Joe B) Mary C) Tim D) Sarah E) Doug

A) Joe - Explanation: Need for achievement is the drive to excel, to achieve in relation to a set of standards. As Joe has a high need for achievement, he would enjoy a challenging assignment with a high degree of personal responsibility and feedback.

Based on equity theory, employees who perceive inequity will make any of the following choices except ________. A) be content with the referent B) change the inputs C) change the outputs D) distort the perceptions of one's self E) leave the field

A) be content with the referent - Explanation: Based on equity theory, employees who perceive inequity will change inputs, change outcomes, distort perceptions of self, distort perceptions of others, choose a different referent, or leave the field.

Self-determination theory proposes that in addition to being driven by a need for autonomy, people seek ways to achieve ________. A) competence and positive connections B) high rewards C) recognition and status D) career growth E) power and control

A) competence and positive connections

The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most likely motivate Josephine? A) social-belongingness B) esteem C) physiological D) self-actualization E) safety-security

A) social-belongingness - According to Maslow, because Josephine is single and has little social interaction, she would strive to satisfy her social needs, which include affection, belongingness, acceptance, and friendship.

Based on the equity theory, which of the following, if true, would strengthen the argument that Megan is trying to gain a sense of equity by distorting her perception of herself? A) She thinks that her colleague is paid more because she is an Ivy League graduate. B) She believes that she is less capable than her colleague. C) She assumes that her colleague received a higher package due to changes in industry standards. D) She believes that her salary is not commensurate with her skills and experience. E) She believes that she is doing a lot better career-wise compared to the people with whom she graduated.

B) She believes that she is less capable than her colleague. - Explanation: Based on equity theory, employees who perceive inequity can distort their perceptions of themselves-"I used to think I worked at a moderate pace, but now I realize I work a lot harder than everyone else." If Megan believes that she is less capable than her colleague, then this would imply that she has distorted her perception of herself. If she thinks that her colleague is paid more because she is an Ivy League graduate, then she is distorting her perception of her colleague. This would also be true if she assumes that her colleague received a higher package due to changes in industry standards. If Megan believes that her salary is not commensurate with her skills and experience, then this neither strengthens nor weakens the argument-it only implies that she is experiencing a sense of inequity. If she believes that she is doing a lot better career-wise compared to the people with whom she graduated, then this would mean she is choosing a different referent.

Which level of Maslow's hierarchy of needs deals with satisfying one's hunger, thirst, and other bodily needs? A) safety-security B) physiological C) social D) esteem E) psychological

B) physiological

According to the two-factor theory proposed by Herzberg, which of the following is considered a hygiene factor? A) promotional opportunities B) quality of supervision C) achievement D) recognition E) responsibility

B) quality of supervision - Explanation: quality of supervision, pay, company policies, physical working conditions, relationships with others, and job security are considered hygiene factors or extrinsic factors.

Which of the following is a motivational factor according to Herzberg's two-factor theory? A) quality of supervision B) recognition C) pay D) relationships with others E) company policies

B) recognition - Herzberg suggested emphasizing factors associated with the work itself or with outcomes directly derived from it, such as promotional opportunities, personal growth opportunities, recognition, responsibility, and achievement.

According to Maslow's hierarchy of needs, which of the following is a lower level need? A) social-belongingness B) safety-security C) esteem D) self-actualization E) recognition

B) safety-security

Which of the following needs in Maslow's hierarchy refers to the drive to become what one is capable of becoming? A) social-belongingness B) self-actualization C) physiological D) esteem E) safety-security

B) self-actualization - Explanation: Self-actualization refers to the drive to become what we are capable of becoming. It includes growth, achieving our potential, and self-fulfillment.

Erika wants to become the head of the HR department. Although the role comes with a generous salary hike and will put her in charge of several subordinates, she is mainly pursuing this position because she believes she can do the job better than anyone else and wants people to know this. According to McClelland's theory of needs, which of the following needs is Erika primarily driven by in this case? A) the need for stability B) the need for achievement C) the need for security D) the need for affiliation E) the need for power

B) the need for achievement - Explanation: Need for achievement is the drive to excel, to achieve in relation to a set of standards. Erika is demonstrating the need to achieve.

The ________ theory is also called motivation-hygiene theory. A) hierarchy of needs B) goal-setting C) self-determination D) cognitive evaluation E) two-factor

E) two-factor

Jim is a salaried employee whose job is to develop content for online Web sites. He discovers that he is paid substantially more than his colleagues even though their jobs and levels of performance are very similar. According to the equity theory, what impact is this discovery most likely to have on his behavior and performance? A) He will reduce the amount of work that he does on a daily basis. B) He will compare his earnings to those of another group of employees. C) He will increase his productivity and/or the overall quality of his work. D) He will seek a position within the company commensurate with his pay. E) He will begin to look for a position outside of the company.

C) He will increase his productivity and/or the overall quality of his work. - Explanation: When people see themselves as over-rewarded, it creates guilt. According to equity theory, in order to reinstate a sense of equity, Jim will change his inputs (exert more if overpaid). He will increase his productivity and/or the overall quality of his work.

Megan graduated from college three years ago and has been working at Sterba Inc. ever since. A conscientious employee, she has consistently received good performance evaluations. She recently found out that a younger colleague, who was just recruited to her team, is drawing a higher salary than she is for doing the same type of work. Following this discovery, Megan starts coming to work late and her productivity begins to suffer. Which of the following is most similar to the scenario mentioned above based on the equity theory? A) Dawn starts coming to work early and stays late once she learns that the mid-term review is around the corner. B) Greg believes he works harder than any of the other members in his department as they often leave the office before him. C) Lisa starts working longer hours after learning that her co-workers earn less than she does for the same work. D) Myrtle produces a higher number of units to compensate for the lower quality of her output. E) Beth submits her resignation after she was passed over for promotion for the second time.

C) Lisa starts working longer hours after learning that her co-workers earn less than she does for the same work. - Explanation: Based on equity theory, employees who perceive inequity can change their inputs, i.e., exert less effort if they are underpaid, or exert more effort if they are overpaid. In the scenario, Megan is underpaid compared to her younger colleague and hence changes her inputs by slacking off at work. This situation is best mirrored by Lisa, who works longer hours (changes inputs) after realizing that she is overpaid compared to her colleagues. Dawn's behavior does not relate to the concept of equity. Greg's behavior represents a distorted perception of self. In Myrtle's situation, she is attempting to change outcomes and not her inputs. Beth chooses to deal with the perceived inequity by leaving the field.

Karen graduated from college four years ago and has been working at Betaphy Inc. ever since. She has consistently received good performance evaluations for the quality of her work. She recently found out that her company hired a fresh college graduate with no experience at a salary higher than hers. Which of the following theories will Karen most likely use to evaluate this situation? A) reinforcement B) goal setting C) equity D) expectancy E) operant conditioning

C) equity - Explanation: In this situation, because Karen is comparing income, it is likely that she will use equity theory.

The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most likely motivate Joanna? A) social B) esteem C) physiological D) self-actualization E) safety-security

C) physiological - Explanation: Joanna first needs to satisfy her basic physiological needs, which include hunger, thirst, shelter, sex, and other bodily needs.

Which of the following theories proposes the idea of a dual continuum? A) Maslow's hierarchy of needs theory B) self-determination theory C) two-factor theory D) cognitive evaluation theory E) McClelland's theory of needs

C) two-factor theory - Explanation: Frederick Herzberg postulated the two-factor theory and proposed a dual continuum: The opposite of "satisfaction" is "no satisfaction," and the opposite of "dissatisfaction" is "no dissatisfaction."

You manage a department of five employees. You have identified that Joe has a high need for achievement, Mary has a high need for power, and Tim has a high need for affiliation. Sarah scored high on the need for power and low on the need for affiliation. Doug scored low on both need for power and need for affiliation. Which of these five employees is most suitable for handling your responsibilities when you are on vacation? A) Joe B) Mary C) Tim D) Sarah E) Doug

D) Sarah - The best managers are high in their need for power and low in their need for affiliation. Sarah has a high need for power and a low need for affiliation.

Which of the following is an example of changing inputs in regard to equity theory? A) exerting more effort if underpaid B) working more hours if underpaid C) working at a higher rate if working on a piece-rate basis D) exerting less effort if underpaid E) working more hours to move up the hierarchy

D) exerting less effort if underpaid

The ________ element of motivation describes how hard a person tries. A) intelligence B) experience C) direction D) intensity E) persistence

D) intensity

The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most motivate Jonathan? A) social-belongingness B) esteem C) physiological D) self-actualization E) safety-security

D) self-actualization - Explanation: According to Maslow, because Jonathan has satisfied all the previous needs in Maslow's hierarchy, he would be seeking self-actualization.

Which of the following theories proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation? A) self-serving theory B) motivation-hygiene theory C) two-factor theory D) self-determination theory E) goal setting theory

D) self-determination theory

According to the two-factor theory, ________. A) there exists a hierarchy of needs within every human being, and as each need is satisfied, the next one becomes dominant B) most employees inherently dislike work and must therefore be directed or even coerced into performing it C) employees view work as being as natural as rest or play, and therefore learn to accept, and even seek, responsibility D) the aspects that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction E) achievement, power, and affiliation are three important needs that help explain motivation

D) the aspects that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction

Persistence of motivation

a measure of how long a person can maintain his/her effort

Behavior is ________ caused

environmentally

Extrinsic (Hygiene Factors)

events on the job that lead to *extreme dissatisfaction* such as *policy and administration, supervision, relationship with supervisor, work conditions, salary, and relationship with peers.*

Intrinsic (Motivators)

events on the job that lead to *extreme job satisfaction* such as *achievement, recognition, work itself, responsibility, advancement, and growth.*

(When employees perceive an inequity) Change their inputs:

exert less effort if underpaid, or more if overpaid

In Maslow's Hierarchy of Needs the lower levels are satisfied _______

externally

Self-Determination theory proposes that, in addition to being driven by a need for autonomy, people also seek ways...

to achieve competence and positive connections to others